Developing a policy on Drugs and Alcohol at Workplace.

Employers are responsible for ensuring the health and welfare of their workers. A decent boss would still try to support those workers who have a drug or alcohol addiction. That is why it is critical for any employer to have a policy on drugs and alcohol. There are two different issues that need to be considered in every policy on drugs and alcohol, The first is the use of alcohol and drugs at work, Anyone under the influence of any drug that may affect their ability is likely to be at risk to themselves and others. This is especially the case in high hazed sectors and extends almost as well to some prescription drugs as to illicit substances.

The second is the effect of a person’s dependence on narcotics or alcohol. This may have an effect on their results but may also have a long term impact on their health and finances Some employers view drug use outside the workplace as a matter of law, and substance misuse s also considered a personal matter until to be harmful. Negotiating a negotiated policy will help ensure that a problems are death with as valid job issues in a manner that is indented to benefit any worker who has  a concern. Drugs or alcohol policy can in no conditions be part of discipline policy.

It is crucial that management and employees are both mindful of how the company can cope with drug and alcohol-related problems.

It is recommended to employers that, when they become aware of issues like drugs and alcohol misuse, they should :

• Keep detailed, private records of any instances of poor performance or other issues
• As early as feasible in the procedure, interview the worker in private.
• Concentrate on the areas where there has been a lack of performance
• Without expressly mentioning alcohol or drugs, inquire about the worker’s reasons for poor performance and whether  it could be due to a health concern
• Discuss your alcohol and drug policy, as well as the resources accessible within and outside your organisation, if necessary
• Accept the actions that will be taken in the future
• Set up regular meetings to track progress and discuss any new issues that arise

However this must be achieved within the context of an established policy on drugs and alcohol, which all workers are informed of where certain laws on drugs and alcohol  fail, there is a need to offer concrete support to those who have a problem. Employers  would need to provide some sort of plan to assist staff classified as in need of assistance.